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human resources business partner

EPIC Insurance Brokers & Consultants

<div>
 
 
 Come join our team!
 
 
 
 
 There are many reasons why EPIC Insurance Brokers &amp; Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and &ldquo;bring it&rdquo; every day, EPIC is always looking for people who have &ldquo;the right stuff&rdquo; &ndash; people who know what they want and aren&rsquo;t afraid to make it happen.
 
 
 
 
 Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees.&nbsp;
 
 
 
 
 Our core values are: Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team!
 
 
 
 
 &nbsp;
 
 
 
 
 
 JOB OVERVIEW:
 
 
 
 
 
 
 Summary:
 
 
 
 
 
 
 At EPIC, HR is more than just solving people problems. It&rsquo;s having a seat at the table, partnering with business leaders, and delivering results to drive organizational growth.
 
 The
 
 Human Resources Business Partner
 
 (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle. This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy. &nbsp;
 
 
 
 
 
 Location:
 
 This is a HYBRID role - qualified candidates must be able &amp; willing to work
 
 3 days a week
 
 from any of our following offices: Atlanta (Sandy Springs) GA, Greenwich CT, Melville NY, New York City NY, or Summit NJ.
 
 
 
 &nbsp;
 
 
 
 
 WHAT WE&rsquo;RE LOOKING FOR:
 
 
 
 
 
 <ul>
 <li>
 
 
 REQUIRED:
 
 Current experience working in an HRBP / HR Generalist role, with at least 3+ years of employee relations &amp; performance management experience.
 
 </li>
 <li>
 
 Strong communicator (both written and verbal communication) who enjoys providing top-notch customer service to internal stakeholders from all levels of the organization.
 
 </li>
 <li>
 
 High attention to detail and ability to learn and work in software systems.
 
 </li>
 <li>
 
 Strong problem-solvers - able to lean into challenges and collaborate to come up with positive solutions.
 
 </li>
 <li>
 
 HR professionals eager to learn and grow! Willing to be a sponge to learn the "EPIC Way" and then put what they've learned into practice to best serve the business.
 
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 WHAT YOU&rsquo;LL DO:
 
 
 
 
 
 A detailed list of job duties includes (but is not limited to):
 
 
 <ul>
 <li>
 
 Assist business leaders of their designated population with retaining and developing talent.
 
 </li>
 <li>
 
 Drive HR programs across employee populations.
 
 </li>
 <li>
 
 Provide business unit with cost parameters associated with hiring, training, and retaining top talent.
 
 </li>
 <li>
 
 Participate in developing department goals and objectives.
 
 </li>
 <li>
 
 Develop new job descriptions with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLSA status, clarity for recruitment and talent development Assist managers with mitigating conflicts.
 
 </li>
 <li>
 
 Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations.
 
 </li>
 <li>
 
 Partner with Centers of Excellence for HR analytics, technology, and career development opportunities.
 
 </li>
 <li>
 
 Monitor the business and talent using a variety of KPIs and present relevant data to business leaders.
 
 </li>
 <li>
 
 Administer and provide guidance for the performance evaluation program.
 
 </li>
 <li>
 
 Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR.
 
 </li>
 <li>
 
 Educate and support management on employee relations and employee performance issues.
 
 </li>
 <li>
 
 Work with leadership to develop and monitor the organization's culture and support initiatives.
 
 </li>
 <li>
 
 Promote positive employee relationships through communication and interpretation of HR policies.
 
 </li>
 </ul>
 
 
 Key Competencies:
 
 
 <ul>
 <li>
 
 
 Relationship Building
 
 &ndash; Develops effective long-term professional interactions with others based on trust: trust that they will always work toward the best interest of those involved and that they are sufficiently competent to provide positive results.
 
 </li>
 <li>
 
 
 Collaboration and Teamwork
 
 &ndash; Works interdependently and collaboratively with others to achieve mutual goals. They subordinate individual aims in the interest of working with others in a way that promotes and encourages each person&rsquo;s contributions toward achieving optimal outcomes.
 
 </li>
 <li>
 
 
 Effective Communication
 
 &ndash; Provides the information required by others in a concise, direct, and unambiguous way. They strive to ensure that the receiver clearly understands the specifics of their message, and they can listen to, receive, and understand messages conveyed by others.
 
 </li>
 <li>
 
 
 Professionalism
 
 &ndash; Meticulously adhere to values such as courtesy, respect, honesty, and responsibility in all dealings with peers, managers, customers, partners, members of the community, and other stakeholders.
 
 </li>
 <li>
 
 
 Leading Change
 
 &ndash; Effectively creates a vision for change and engages others to align, participate and implement the change process.
 
 </li>
 <li>
 
 
 Fact-Based Management
 
 &ndash; Views the organization as an open system, able to synthesize information from diverse sources, come to conclusions, and make decisions that are rational and based on sound evidence.
 
 </li>
 <li>
 
 
 Continuous Learning
 
 &ndash; Takes responsibility for their own learning and professional development. They are objectively aware of the knowledge and skills required to grow in their career, actively seek out professional development resources to address knowledge and skills needs and exhibit the personal discipline to accomplish learning goals.
 
 </li>
 </ul>
 
 
 &nbsp;
 
 
 
 
 
 WHAT YOU&rsquo;LL BRING:&nbsp;
 
 
 
 <ul>
 <li>
 
 A Bachelor&rsquo;s degree in human resources or a related field is preferred, but we will also consider candidates with equivalent experience in human resources.
 
 </li>
 <li>
 
 SHRM- SCP, SPHR and other HR related professional certifications are preferred.
 
 </li>
 <li>
 
 Minimum 3+ years working and developing within an HR Business Partner or Generalist role
 
 </li>
 <li>
 
 Workforce development, culture alignment and integration experience
 
 </li>
 <li>
 
 Excellent employee issue resolution skills and conflict management skills desired
 
 </li>
 <li>
 
 Ability to develop and maintain constructive relationships with senior leaders from all functional backgrounds.
 
 </li>
 </ul>
 
 &nbsp;
 
 
 
 
 
 COMPENSATION:
 
 
 
 
 
 
 The national average salary for this role is $80,000 - 95,000 in base pay and exclusive of any bonuses or benefits. The base pay offered will be determined based on your experience, skills, training, certifications and education, while also considering internal equity and market data.
 
 
 
 &nbsp;
 
 
 
 
 WHY EPIC:
 
 
 
 
 
 EPIC has over 60 offices and 3,000 employees nationwide &ndash; and we&rsquo;re growing! It&rsquo;s a great time to join the team and be a part of this growth. We offer:
 
 
 <ul>
 <li>
 
 Generous Paid Time off
 
 <ul>
 <li>
 
 Managed PTO for salaried/exempt employees (personal time off without accruals or caps); 22 PTO days starting out for hourly/non-exempt employees; 12 company-observed paid holidays; 4 early-close days
 
 </li>
 </ul>
 </li>
 <li>
 
 Generous leave time options: Paid parental leave, pregnancy disability and bonding leave, and organ donor/bone marrow donor leave
 
 </li>
 <li>
 
 Generous employee referral bonus program of $1,500 per hired referral
 
 </li>
 <li>
 
 Employee recognition programs for demonstrating EPIC&rsquo;s values plus additional employee recognition awards and programs (and trips!)
 
 </li>
 <li>
 
 Employee Resource Groups: Women&rsquo;s Coalition, EPIC Veterans Group
 
 </li>
 <li>
 
 Professional growth &amp; development: Mentorship Program, Tuition Reimbursement Program, Leadership Development
 
 </li>
 <li>
 
 Unique benefits such as Pet Insurance, Identity Theft &amp; Fraud Protection Coverage, Legal Planning, Family Planning, and Menopause &amp; Midlife Support
 
 </li>
 <li>
 
 Additional benefits include (but are not limited to): 401(k) matching, medical insurance, dental insurance, vision insurance, and wellness &amp; employee assistance programs
 
 </li>
 <li>
 
 50/50 Work Culture: EPIC fosters a 50/50 culture between producers and the rest of the business, supporting collaboration, teamwork, and an inclusive work environment. It takes both production and service to be EPIC!
 
 </li>
 <li>
 
 EPIC Gives Back &ndash; Some of our charitable efforts include Donation Connection, Employee Assistance Fund, and People First Foundation
 
 </li>
 <li>
 
 We&rsquo;re in the top 10 of property/casualty agencies according to &ldquo;Insurance Journal&rdquo;
 
 </li>
 </ul>
 
 
 To learn more about EPIC, visit our Careers Page:&nbsp;https://www.epicbrokers.com/about/epic-careers/.&nbsp;
 
 
 
 &nbsp;
 
 
 
 
 EPIC embraces diversity in all its various forms&mdash;whether it be diversity of thought, background, race, religion, gender, skills or experience. We are committed to fostering a work community where every colleague feels welcomed, valued, respected and heard. It is our belief that diversity drives innovation and that creating an environment where every employee feels included and empowered, helps us to deliver the best outcome to our clients.&nbsp;
 
 
 
 
 
 California Applicants - View your privacy rights at: https://www.epicbrokers.com/wp-content/uploads/2025/01/epic-ca-employee-privacy-notice.pdf.&nbsp;
 
 
 
 
 Massachusetts G.L.c. 149 section 19B (b) requires the following statement: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.&nbsp;
 
 
 
 &nbsp;
 
 
 
 
 
 
 
 
 
 
 (3364)
 
 
 &nbsp;
 
</div>

Human Resources Business Partner

Taboola

<div>
 
 Realize your potential by joining the leading performance-driven advertising company and a proud Great Place to Work&reg; Certified employer in the United States.
 
 
 
 As a
 
 Human Resources Business Partner
 
 on the
 
 Global People Operations
 
 team in our
 
 New York City
 
 office, you will align with several business units across the globe to give our employees and leaders the tools and knowledge necessary for them to succeed at Taboola.
 
 
 We&rsquo;re looking for an experienced HR Business Partner to support select departments within our Global Sales &amp; Partnerships organization. This role is strategic and hands-on&mdash;you&rsquo;ll influence decisions early with business insight, help shape team effectiveness, and drive organizational capability. You&rsquo;ll stay close to employees and managers, address issues proactively, guide leaders through complex situations, and build the HR practices and structures the organization needs to grow.
 
 
 
 To Thrive In This Role, You&rsquo;ll Need
 
 
 
 <ul>
 <li>
 5+ years of experience as an HR Business Partner, with at least 1 year of experience partnering directly with Sales or GTM teams. Global experience is a plus.
 </li>
 <li>
 Strong background supporting heavily complex, matrixed organizations.
 </li>
 <li>
 A data-driven mindset with proven experience using metrics to provide insights, inform decisions, and drive change.
 </li>
 <li>
 Commercial mindset, with the ability to link people strategy directly to business needs.
 </li>
 <li>
 Proven experience advising and constructively challenging leaders on organizational design, workforce planning, and leadership development.
 </li>
 <li>
 Experience building trust with leaders and employees at all levels, using expert communication, coaching, influencing, and stakeholder management skills.
 </li>
 <li>
 Ability to work effectively in ambiguity, while being hands-on, practical, and willing to build as you go with patience and persistence.
 </li>
 <li>
 Track record of navigating complex employee relations situations with sound judgement and professionalism.
 </li>
 <li>
 Curiosity about emerging workforce trends, including AI&rsquo;s impact on roles and skills
 </li>
 <li>
 Focus on creating an environment where employees feel supported, valued, and able to do their best work.
 
 
 </li>
 </ul>
 
 How You&rsquo;ll Make An Impact
 
 
 
 As an HR Business Partner, you will:
 
 
 <ul>
 <li>
 Serve as a strategic HR partner to leaders across selected global GTM groups, advising on people, talent, and organizational matters to support strong business decisions.
 </li>
 <li>
 Partner with managers to assess, manage, and improve employee performance, supporting them through complex people situations including reorganizations and employee relations matters.
 </li>
 <li>
 Provide managers with coaching, training, and resources to strengthen leadership capability and support effective team management.
 </li>
 <li>
 Stay close to employees and team dynamics, proactively identifying engagement risks, attrition concerns, or capability gaps. Act as a trusted advisor and mediator when needed, supporting informal or formal resolution of employee concerns.
 </li>
 <li>
 Use people data and metrics to identify trends, track HR impact, and provide clear, actionable recommendations to business leaders.
 </li>
 <li>
 Forecast current and future talent needs, helping develop strategies to attract, retain, and grow talent.
 </li>
 <li>
 Educate employees and managers on HR policies, processes, and employment practices to ensure clarity, consistency, and compliance.
 </li>
 <li>
 Monitor external trends, including labor market dynamics, competitor activity, and emerging technologies, to inform people and organization plans.
 </li>
 <li>
 Partner closely with regional HR leaders to ensure strong local HR support for the key global teams you support.
 </li>
 <li>
 Drive efficiency and process improvements through generative AI and automation.
 </li>
 <li>
 Reinforce a culture of trust, accountability, connection, and high performance across teams.
 
 
 </li>
 </ul>
 
 Why Taboola?
 
 
 
 
 About
 
 
 
 If you ask Taboolars what they love about working here, they&rsquo;ll tell you that they&rsquo;ve been empowered to realize their full potential while growing and learning from and with smart and talented people. They&rsquo;ll also share more about:
 
 
 <ul>
 <li>
 Adam Singolda, Taboola Founder and CEO says; &ldquo;You can copy anything from another business but you can&rsquo;t copy a company&rsquo;s culture.
 </li>
 <li>
 Well-being: Enjoy comprehensive benefits (health, dental, vision, 401k matching), pre-tax commuter benefits, and a fully stocked kitchen.
 </li>
 <li>
 Flexibility: We offer a hybrid work schedule with 3 days in-office with an option to come in more often if desired.
 </li>
 <li>
 Work with some of the biggest names: Our publisher partners include Yahoo, Conde Nast, Fox Sports, NBCU, ESPN, CBS, and E! Online. Our advertiser clients include Wells Fargo, Honda, Pinterest, Expedia and Honda.
 
 
 </li>
 </ul>
 
 Ready to realize your potential?
 
 
 
 Taboola is an equal opportunity employer and we value diversity in all forms. We are committed to creating an inclusive environment for all employees and believe such an environment is critical for success. Employment is decided on the basis of qualifications, merit, and business need.
 
 
 Learn more about #TaboolaLife on LinkedIn, Facebook, Instagram, X, YouTube, &amp; the Taboola Life Blog.
 
 
 
 About Taboola
 
 
 
 Taboola empowers businesses to grow through performance advertising technology that goes beyond search and social and delivers measurable outcomes at scale.
 
 
 Taboola works with thousands of businesses who advertise directly on Realize, Taboola&rsquo;s powerful ad platform, reaching approximately 600M daily active users across some of the best publishers in the world. Publishers like NBC News, Yahoo, and OEMs such as Samsung, Xiaomi and others use Taboola&rsquo;s technology to grow audience and revenue, enabling Realize to offer unique data, specialized algorithms, and unmatched scale.
 
 
 The pay and commission offered may vary depending on several factors such as location, job-related knowledge, skills, and experience. We may offer several perks as part of the compensation package that include a discretionary bonus, equity, flexible PTO, medical/dental/vision insurance, a competitive 401(k) match, paid parental leave, and more.
 
 
 Base Salary Pay Range: $140,000 USD - $152,000 USD
 
 
 Base Salary + OTE Pay Range: $165,000 USD - $178,000 USD
 
 
</div>

Christian Dior Couture

<div>
 Position
 
 
 
 JOB TITLE:
 
 Manager, Human Resources, Corporate
 
 
 
 REPORTS TO:
 
 Director, Human Resources, Corporate
 
 
 
 Job Purpose
 
 
 
 Based in our New York office, the Human Resources Manager, Corporate performs a wide variety of Human Resources Business Partner (HRBP) duties throughout the employee lifecycle, ensuring that all is handled confidentially with tact, professionalism, and maturity. This individual should have strong interpersonal skills coupled with strong initiative, independent judgment, and possess strong analytical and organizational skills. This role will work closely with corporate business partners including Finance, Store Planning, IT, Supply Chain, Visual Merchandising, Fine Jewelry and Timepieces, Legal, and Next Gen Talent, as well as the broader HR team and executive leadership team.
 
 
 Job responsibilities
 
 
 
 Talent Management And Development
 
 
 
 <ul>
 <li>
 Act as a strong thought-leader and subject matter expert on HRBP topics, including Talent Development and Performance Management strategies.
 </li>
 <li>
 In partnership with the Talent Development team, identify learning and development needs for corporate teams.
 </li>
 <li>
 Proactively communicate and drive talent management, development, retention, and succession planning for corporate teams.
 </li>
 <li>
 Support Organization Management Review (OMR) and career mobility processes.
 </li>
 <li>
 Support annual review processes in partnership with the Director, Human Resources, Corporate.
 </li>
 <li>
 Drive employee engagement across the organization by developing and managing programs that motivate and inspire employees.
 </li>
 <li>
 Lead on Performance Management training tools and key concepts.
 </li>
 <li>
 Lead career conversations with corporate talent.
 
 
 </li>
 </ul>
 
 Hr Project Management &amp; Next Gen
 
 
 
 <ul>
 <li>
 Supervise the next generation talent strategy, including actively supporting the Trainee program and other initiatives aimed at developing emerging talent.
 </li>
 <li>
 Contribute to and, at times, own various HR projects, including HR transformation initiatives, cross-functional HR projects, and other strategic HR programs.
 </li>
 <li>
 Conduct research and analysis to support the development and implementation of new HR policies, programs, and systems.
 </li>
 <li>
 Collaborate with HR and business leaders to define project scopes, objectives, and deliverables, ensuring alignment with organizational goals.
 
 
 </li>
 </ul>
 
 Employee Relations
 
 
 
 <ul>
 <li>
 Responsible for leading Employee Relations topics and investigations, using effective interviewing and documentation techniques.
 </li>
 <li>
 Responsible for communicating regularly regarding pending investigations and provide timely investigation reports with supporting documentation for all completed investigations.
 </li>
 <li>
 Partner with the Legal team and Asset Protection team in conducting investigations and HR leaders to provide advice and facilitate prompt and effective resolution of workplace matters.
 </li>
 <li>
 Analyze employee relations trends with HR Leaders and help develop proactive strategies, solutions, programs, and policies.
 </li>
 <li>
 Develop effective relationships with HR Leaders to promote positive employee relations throughout the organization to ensure a high level of employee satisfaction and engagement.
 </li>
 <li>
 Report employee relations cases in the internal employee relations tracker.
 
 
 </li>
 </ul>
 
 Other Hr Generalist Responsibilities
 
 
 
 <ul>
 <li>
 Partner with HR Controlling team in staff cost budget planning.
 </li>
 <li>
 Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
 </li>
 <li>
 Continuously align HR practices with business goals.
 </li>
 <li>
 Review processes and policies and make proposals for improvement as necessary.
 </li>
 <li>
 Collaborate with the Director, Human Resources, Corporate, as well as LVMH HR Business Partners to ensure best practices.
 
 
 </li>
 </ul>
 Profile
 
 
 
 Skills And Competencies
 
 
 
 <ul>
 <li>
 Ability to prioritize and multi-task in a highly complex work environment.
 </li>
 <li>
 Ability to take initiative and work independently at times.
 </li>
 <li>
 Ability to maintain confidentiality and to exercise discretion and professionalism with sensitive information.
 </li>
 <li>
 Ability to organize and keep track of important documents.
 </li>
 <li>
 Ability to deliver information in a clear, concise manner.
 </li>
 <li>
 Credibility and integrity in communications.
 </li>
 <li>
 Ability to communicate effectively by phone and in person.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 At least 5 years of relevant experience.
 </li>
 <li>
 Bachelor&rsquo;s Degree.
 </li>
 <li>
 Strong knowledge of US labor laws.
 </li>
 <li>
 Demonstrated experience in the various HR functional areas, especially talent management, development, employee relations, and HR project management.
 </li>
 <li>
 Excellent written and verbal communication skills.
 </li>
 <li>
 Strong planning, organizational, and analytical skills.
 </li>
 <li>
 Proficiency in Excel, PowerPoint, and Microsoft Word.
 </li>
 <li>
 Occasional travel may be required.
 
 
 </li>
 </ul>
 Additional information
 
 
 The selected candidate will be offered a base salary within the range of $100k-125k, plus bonus eligibility. The salary offered will be dependent upon the candidate&rsquo;s relevant skills and experience. Christian Dior Inc. offers comprehensive benefit plans such as medical, dental, vision, Flexible Spending Accounts, and short and long-term disability.
 
 
 Additional employee perks include, but are not limited to employee discount program, various paid time off, volunteer time off, holidays, mental health and wellbeing support, family friendly benefits, reproductive health care, child and elder care services, commuter benefits, 401k plans with an employer contribution matching plan, employee referral program, and more.
 
 
 
 Additional Information
 
 
 
 Christian Dior was the designer of dreams. In founding his House in 1947, marked by the revolution of the New Look, he metamorphosed his reveries into wonderful creations. Christian Dior Couture, the House of Dreams, is recognized for its French heritage and vibrant culture sublimating its unique Savoir-faire and Creativity through empowering "metiers d&rsquo;art&rdquo;. Our Maison is a destination for sustainable growth &amp; success where we shape the future of our Talents in a positive, authentic &amp; generous environment. We bloom &amp; deliver excellence with passion, determination, courage &amp; optimism to offer meaningful &amp; daring codes.
 
 
 Christian Dior Couture is part of the LVMH Group, where People Make the Difference. We value, celebrate, and welcome each unique talent and strive to create an inclusive environment providing all employees a sense of purpose. Beyond your role, we recognize the importance and passion of creating communities with shared values that enrich and impact beyond our organization. As an employee, you will have an opportunity to engage in our employee-led communities such as Sustainability, Diversity, Equity and Inclusion, and Corporate Social Responsibility.
 
 
 Christian Dior Couture provides equal employment opportunities to all employees as part of the LVMH Group, which attaches great importance to ensuring that its Maisons and their partners share a set of common rules, practices, and principles with respect to ethics, social responsibility, and protection of the environment.
</div>

Manager, Human Resources, Corporate

Deutsche Bank

<div>
 
 
 
 Job Description:
 
 
 
 
 
 Job Title
 
 Human Resources Business Advisor
 
 
 
 Corporate Title
 
 Assistant Vice President
 
 
 
 Location
 
 New York
 
 ,
 
 NY
 
 
 
 
 
 
 Overview
 
 
 
 Human Resources plays a pivotal role in shaping the Bank&rsquo;s culture, talent agenda, and employee experience. As a Human Resources Business Advisor (HR BA), you will partner closely with local and regional leadership support divisional HR Business Partners to execute people‑related strategies, provide advisory support, and help cultivate an engaging, diverse, and high‑performing work environment. HR advisor will also support within a global operating environment, partnering with global HR Product &amp; Advisory teams, along with business leaders overseas as appropriate.
 
 
 
 
 
 
 What We Offer You
 
 
 <ul>
 <li>
 A diverse and inclusive environment that embraces change, innovation, and collaboration
 </li>
 <li>
 A hybrid working model, allowing for in-office / work from home flexibility, generous vacation, personal and volunteer days
 </li>
 <li>
 Employee Resource Groups support an inclusive workplace for everyone and promote community engagement
 </li>
 <li>
 Competitive compensation packages including health and wellbeing benefits, retirement savings plans, parental leave, and family building benefits
 </li>
 <li>
 Educational resources, matching gifts and volunteer programs
 </li>
 </ul>
 
 
 
 
 
 What You&rsquo;ll Do
 
 
 <ul>
 <li>
 Provide advisory support to business leaders on a broad range of people‑related topics including compensation, performance management, policy interpretation, alternative hybrid work arrangements, internal/international mobility including immigration requirements related to visa/work permit/green cards for, new and existing staff
 </li>
 <li>
 Deliver people programs and projects that align with organizational strategy and business priorities as well as support the Business Partners in the preparation and facilitation of talent assessment, leadership development, succession planning, and broader talent agenda initiatives while utilizing management information (MI) and HR analytics to prepare, interpret, and act on data/workforce trends
 </li>
 <li>
 Coordinate with Benefits and Leave administrator to support employees with various types of employee leaves including FMLA, Disability, Personal leave, as well as ADA -medical accommodation requests
 </li>
 <li>
 Conduct intake meetings into concerns and complaints related to conduct, performance, and employee relations matters, including consequence management and formal and gathering formal investigation
 </li>
 <li>
 Act as Subject Matter Expert or lead for ad hoc HR projects and taking the lead on initiatives across key people processes, such as organization of restructuring efforts, FLSA reviews, promotions eligibility and tracking, while working across and partnering with various HR groups, such as employment legal, product specialist, and business line management
 </li>
 <li>
 Play a critical role in the delivery of the year‑end processes, including compensation review and audits to ensure application of compensation guidance, accurate assessment and fairness of fixed/variable pay, supporting inputting of data into compensation tools and preparation for communication. In addition, manage off cycle awards such as bid backs, retention awards, position move salary increases, etc. by providing support in analysis of compensation, market data, fixed pay ranges, peer data, etc., in addition to completing documentation for Reward and Chief Operating Officer approval and input into HRI system once approved
 </li>
 </ul>
 
 
 
 
 
 Skills You&rsquo;ll Need
 
 
 <ul>
 <li>
 Previous relevant HR experience in business advisory, generalist, or specialist roles
 </li>
 <li>
 Excellent verbal and written communication skills across all organizational levels
 </li>
 <li>
 Strong organizational skills with the ability to prioritize and manage multiple tasks
 </li>
 <li>
 High level of initiative, proactiveness, and ability to anticipate needs
 </li>
 <li>
 Advanced proficiency in Microsoft Office, with a heavy focus on Excel, including pivot tables, VLOOKUP, data modeling, and analysis of large datasets while utilizing AI powered platforms, such as Microsoft Co-Pilot
 </li>
 </ul>
 
 
 
 
 
 Skills That Will Help You Excel
 
 
 <ul>
 <li>
 Proficiency with Microsoft Office and key HR tools such as Workday or Qualtrics
 </li>
 <li>
 Bachelor&rsquo;s degree preferred
 </li>
 <li>
 Knowledge of local employment laws in New York, California, Florida and Illinois
 </li>
 <li>
 Ability to build trusted relationships with senior business stakeholders
 </li>
 <li>
 Strong attention to detail, critical thinking approach, and problem‑solving mindset
 </li>
 </ul>
 
 
 
 
 
 
 
 
 Expectations
 
 
 
 
 
 
 It is the Bank&rsquo;s expectation that employees hired into this role will work in the New York office in accordance with the Bank&rsquo;s hybrid working model.
 
 
 
 
 
 Deutsche Bank provides reasonable accommodation to candidates and employees with a substantiated need based on disability and/or religion.
 
 
 
 
 
 The salary range for this position in New York City is $85,000 to $129,500. Actual salaries may be based on a number of factors including, but not limited to, a candidate&rsquo;s skill set, experience, education, work location and other qualifications. Posted salary ranges do not include incentive compensation or any other type of remuneration.
 
 
 
 
 
 
 
 
 
 Deutsche Bank Benefits
 
 
 
 At Deutsche Bank, we recognize that our benefit programs have a profound impact on our colleagues. That&rsquo;s why we are focused on providing benefits and perks that enable our colleagues to live authenti&shy;cally and be their whole selves, at every stage of life. We provide access to physical, emotional, and financial wellness benefits that allow our colleagues to stay financially secure and strike balance between work and home. Click here to learn more!
 
 
 
 
 
 Learn more about your life at Deutsche Bank through the eyes of our current employees: https://careers.db.com/life
 
 
 
 
 
 The California Consumer Privacy Act outlines how companies can use personal information. If you are interested in receiving a copy of Deutsche Bank&rsquo;s California Privacy Notice please email HR.Direct@DB.com.
 
 
 
 
 
 
 #LI-HYBRID
 
 
 
 
 
 
 We strive for a culture in which we are empowered to excel together every day. This includes acting responsibly, thinking commercially, taking initiative and working collaboratively.
 
 
 Together we share and celebrate the successes of our people. Together we are Deutsche Bank Group.
 
 
 
 
 
 We welcome applications from all people and promote a positive, fair and inclusive work environment.
 
 
 
 
 
 Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or other characteristics protected by law. Click these links to view Deutsche Bank&rsquo;s Equal Opportunity Policy Statement and the following notices: EEOC Know Your Rights; Employee Rights and Responsibilities under the Family and Medical Leave Act; and Employee Polygraph Protection Act.
 
 
 
</div>

Human Resources Business Advisor

Le Pain Quotidien

<div>Job Description:
ROLE DESCRIPTION
The Strategic People Partner (HRBP) will report to the Director of People Operations and have a deep understanding of the business in order to build the organization of the future. They will then customize and align people plans in order to meet business goals. People planning will involve all elements within the people function inclusive of recruiting, talent management, learning and development, total rewards, onboarding, ER, etc. Our successful Strategic People Partner will excel in influential communications, collaborating with cross functions, and a natural at building authentic relationships. This position will be based in the New York Metro area, with potential support to our employee populations in the Philadelphia, Florida and Connecticut markets, with occasional travel required.
RESPONSIBILITIES
Strategic Partnership (20%)<ul><li>
Partner and collaborate with your business unit stakeholders in order to translate business issues / goals into people strategies for short / medium term solutions.</li><li>
Apply critical thinking and problem solving skills to complex situations, requiring you to customize and tailor more traditional people practices.</li><li>
Continuously connect the dots between business issues / solutions to various levers within the people function (e.g. recruiting, compensation, L&amp;D, talent management, people operations, compliance).</li></ul> 
Workforce Planning (20%)<ul><li>
Maintain real time insights into the performance of the employee population and plan accordingly.</li><li>
Understand where capability strengths flourish and strategize methods to capitalize on them.</li></ul> 
Employee Relations (20%)<ul><li>
Anticipate ER issues and identify themes and trends. Recommend solutions to eliminate or greatly reduce frequency of ER issues in the future.</li><li>
Handle ER issues in a timely manner and de-escalate as necessary. Partner with relevant stakeholders depending on the severity of the issue.</li></ul> 
Performance &amp; Compensation Cycles (15%)<ul><li>
Performance Management - Manage / Lead performance management cycles for your respective employee population and customize as necessary.</li><li>
Compensation / Merit / Bonus - Manage / Lead compensation / merit / bonus cycles for your respective employee population and customize as necessary.</li></ul> 
Project Management (10%)<ul><li>
Manage and lead small / medium size projects while applying project management practices related to: timelines, scoping, stakeholder management, budget, Gantt charts, etc.</li><li>
Collaborate with cross-functional stakeholders frequently in order to maintain ongoing alignment.</li></ul> 
People Operations / Processes (10%)<ul><li>
Manage relevant administrative processes as needed. Proactively seek out methods to handle administrative tasks efficiently.</li></ul> 
Organization Design / Change Management / Communications (5%)<ul><li>
Proactively propose team structure adjustments for the future state addressing long term business needs.</li><li>
Identify skills gaps and capability requirements as the business evolves. Plan out next steps in order to make the solutions come to life.</li></ul>
REQUIREMENTS<ul><li>
A minimum of 6 - 8 + years of experience supporting large hourly employee populations</li><li>
Multi-unit- Restaurant / Hospitality / Retail / Warehouse industry experience is preferred</li><li>
Prior experience building and implementing a performance management process</li><li>
Strong communications / navigation skills at all levels of an organization inclusive of executives and entry level employees</li><li>
Experience or working knowledge of a startup environment</li><li>
Ability to thrive in a nimble and flexible environment</li></ul>
COMPANY BENEFITS<ul><li>
Health, Medical, Dental and Vision Benefits</li><li>
Complimentary One Medical membership: Holistic Healthcare-Primary Care, onsite labs, emotional / mental health support</li><li>
Monthly cell phone benefit</li><li>
Pre-tax commuter benefits program</li><li>
401K matching (4% match)</li><li>
Discounts at our brands</li><li>
Snacks and drinks at our office including a commercial-grade espresso machine and daily bread &amp; pastries from Le Pain Quotidien</li><li>
Summer Fridays</li></ul>
The annualized salary for this position, plus a bonus, is: $100,000 - $120,000
Convive Brands is an Equal Opportunity Employer. We do not discriminate in employment on the basis of race, color, religion, sex, gender identity, national origin, political affiliation, sexual orientation, marital status, disability, age, veteran status, or other protected class. Convive Brands celebrates diversity and is committed to creating an inclusive environment for all employees.</div>

Strategic People Partner

Pets+People Consumer Products

<div>
 
 At Pets + People, we make tails wag and customers smile with products brought to market through strategic licensing and innovation. Our brands make everyday life fresh, fun, and user-friendly for the whole family. Our team of over 80 dedicated employees is headquartered in New York City with both national and global support. With our background, experience, and network, we are uniquely positioned to extend the reach of any brand to a new market. &ldquo;We&rsquo;ve been a pioneer in licensing since 2008, translating favorite brands into practical "pet" applications. In 2014, we expanded our vision into new markets within the "people" sector. Now, we are leveraging our long track record of success and applying it both to pets + people.&rdquo; &ndash; Steven Shweky, Top Dog
 
 
 
 
 
 
 Director of HR &amp; Talent Acquisition
 
 
 
 We are seeking a strategic, forward-thinking Human Resources Director to serve as a key advisor to executive leadership and drive our people strategy during a period of rapid growth. This role will function as a trusted business partner to senior management, aligning talent, culture, and organizational development initiatives with overall business objectives.
 
 
 The Human Resources Director will lead the development of scalable people strategies, strengthen organizational capability, and ensure we attract, develop, and retain top talent. This individual will champion a high-performance culture, proactively anticipate organizational needs, and build the infrastructure necessary to support continued expansion.
 
 
 
 
 
 
 What You Will Do
 
 
 
 
 
 <ul>
 <li>
 Serve as a strategic advisor to executive leadership, providing insight and guidance on organizational design, workforce planning, talent strategy, and business growth initiatives
 </li>
 <li>
 Design and implement forward-looking HR strategies that align with company objectives and support long-term scalability
 </li>
 <li>
 Lead and evolve the full talent acquisition strategy to attract high-caliber talent aligned with our culture and growth goals
 </li>
 <li>
 Drive performance management processes that promote accountability, engagement, and continuous development
 </li>
 <li>
 Partner with department leaders to identify capability gaps and implement targeted learning and career development programs
 </li>
 <li>
 Champion company culture and employee engagement initiatives that reinforce our values and strengthen retention
 </li>
 <li>
 Oversee onboarding and leadership development programs to ensure strong integration and long-term success
 </li>
 <li>
 Ensure compliance with all federal, state, and local employment laws while proactively mitigating organizational risk
 </li>
 <li>
 Provide oversight of payroll, benefits administration, and total rewards strategy to ensure competitive and equitable programs
 </li>
 <li>
 Lead internal communications related to HR policies, organizational updates, and change management initiatives
 </li>
 <li>
 Oversee the Office Operations Manager and ensure operational excellence across workplace functions
 </li>
 </ul>
 
 
 
 
 
 What You Bring
 
 
 
 
 
 <ul>
 <li>
 8+ years of progressive Human Resources leadership experience, including strategic partnership with executive teams
 </li>
 <li>
 Demonstrated success operating in high-growth, fast-paced environments where adaptability and scalability are critical
 </li>
 <li>
 Deep knowledge of U.S. employment law and risk management best practices
 </li>
 <li>
 Strong business acumen with the ability to connect people strategy to financial and operational outcomes
 </li>
 <li>
 Proven ability to anticipate challenges, think critically, and implement proactive solutions
 </li>
 <li>
 Sound judgment and the ability to make independent, high-impact decisions
 </li>
 <li>
 Exceptional communication and influencing skills across all levels of the organization
 </li>
 <li>
 Experience in the CPG industry preferred, but not required
 </li>
 </ul>
 
 
</div>

Director of HR and Talent Acquisition

MILBANK LLP

<div>Overview:
<div>
The Manager, Attorney Talent is an integral member of the Talent Team, working closely with the Director of Attorney Talent Development and the Associate Director of Human Resources to manage the lifecycle of legal talent at Milbank. This role bridges Talent Management and Human Resources, ensuring high-touch support for our attorneys.
</div>Responsibilities:
<ul><li>Oversee and manage the integration of first-year associates, including onboarding, communications, bar admissions, background and conflict checks, and relocation.
</li><li>Manage attorney lifecycle events, including but not limited to status changes (part-time, leaves of absence), secondments, and departures. Manage exit procedures and, if necessary, exit interviews for departing attorneys. Oversee employment verifications for attorneys.
</li><li>Oversee attorney office transfers and secondments.
</li><li>Manage the International Attorney Program, including with respect to hiring, onboarding, extension, promotion, and termination.
</li><li>Partner with Human Resources to oversee the end-to-end process for attorney visa applications (H-1B, TN, E-3, CPT) and permanent residency (PERM, I-140). Serve as point of contact for foreign national attorneys, partnering with external immigration counsel and HR to navigate complex immigration issues.</li><li>Assist with integration of lateral hires. Conduct lateral orientation sessions and collaborate closely with Talent Development Managers, members of the Professional Development Team, and practice groups to ensure integration into the Firm.
</li><li>Oversee the annual performance review process for associates and Special Counsel, including through proactive collaboration with senior leadership and Talent Development Managers to ensure reviews are completed and delivered in a timely fashion.
</li><li>Assist with implementation of firm policies, including by collaborating with Human Resources on Attorney Handbook and MilbankNow updates.
</li><li>Help develop and implement new procedures and processes to ensure the effective and quality operation of the department.</li><li>Manage the departmental budget.
</li><li>Liaise with relevant departments (Recruiting, Marketing) to ensure rollout of and attorney participation in various attorney surveys, including but not limited to the Vault survey.</li><li>Other responsibilities as they are assigned from time to time.</li></ul> 
<div></div>
Qualifications:
<ul><li>A minimum of 8 years of progressively responsible relevant experience in a law firm or professional services firm. Prior law firm experience strongly preferred.
</li><li>Strong Excel, Word and Outlook skills required.
</li><li>Experience with viDesktop, Workday and NetDocs is preferred.
</li><li>Immigration experience is a plus.</li><li>Excellent organizational, interpersonal, and administrative skills. Must be detail oriented.
</li><li>Must have strong oral and written communication skills in order to effectively interact with attorneys.
</li><li>High level of discretion required.
</li><li>Must be collaborative and a team player. High level of self-motivation required.
</li><li>Must be flexible and available for working outside of business hours as needed.</li></ul><div></div><div> 
Compensation - The anticipated base salary range offered for this role will be between $145,000 to $165,000 and represents the Firm&rsquo;s good faith and reasonable estimate of the base compensation range. Actual base compensation will be dependent upon several factors, including but not limited to the candidate&rsquo;s relevant experience, performance, qualifications, degrees, and location, as well as the needs of the firm.</div></div>

Manager, Attorney Talent

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